Ask HR: How Should We Respond to a New Employee with a Bad Attitude?

Ask HR: How Should We Respond to a New Employee with a Bad Attitude?

Bad attitudes can be contagious. If someone in your office is bringing a bad attitude to work, it's best to act quickly and decisively. Fortunately, HR Support Center has a step-by-step plan to help you through this complicated situation.

Question:

An employee will soon complete the 90-day introductory period, and I've recently noticed unacceptable behavior from her. She has a bad attitude lately related to doing things according to our procedures, and she frequently bickers with co-workers about the way we do things. What's the best way to approach her about these concerns?

Answer from Aimee, HR Pro:

I recommend making the employee aware of your concerns about her interpersonal behavior. As she has not yet received any feedback about it, you can present the matter in the context of a review at the end of the 90-day introductory period.

Specify which of her behaviors need to change and illustrate what they should be going forward. Keep the focus on what success at your company looks like. It sounds as though her technical skills meet your expectations, but that her attitude may be holding her back. So, let her know that you recognize that she is in a learning period, but that you expect her to be open to constructive criticism and to get along with the team.

As your company has its own policies and procedures, the employee will need to do things differently than she has in the past. Indicate that you would be happy to help her understand the “why” behind your practices. If she understands your reasons, then she might be more open to following your instructions.

Be sure to document this conversation and the expectations you set. I also recommend that you give her a chance to voice and discuss her concerns. In the event that her behavior doesn't improve, or if you need any additional assistance, feel free to call us back as needed.


Aimee, HR ProAimee is a recognized leader in the field of Human Resources. Aimee was previously the Global Director for the Board of Directors of the local chapter of the Society for Human Resource Management. Previously, she was the HR Director and Global HR and Organizational Effectiveness Adviser for an international humanitarian relief and development organization, and worked as an HR consultant to small and mid-sized companies.


This Q&A content is taken straight from the experts at HR Support Center. Click here to learn more about HR Support Center and HR On-Demand; we’d also love the chance to explain in person.

Previous Ask HR Articles

What Should a Telecommuting Policy Include?
Can We Ask an Applicant about a Previous Disability?
Can Employees Shorten Their Lunch Breaks?

Related Article

5 Tips for Dealing with Difficult Employees

More to Discover

CFO

Compliance Guide for Finance Leaders

Compliance Guide for Finance Leaders

As part of our commitment to help Finance leaders make a difference in their organizations, we’ve published this compliance deep dive to help you stay current and effective in a fast-paced and changing world. Inside you’ll learn: How to maintain compliance with federal regulations through the employee lifecycle Potential violations to watch for and tips to avoid them Expert advice on how HR can mitigate risk Complete the form and get your 2019 Compliance Guide instantly.

Turnover Guide

Turnover Guide

Download this turnover guide to learn: True causes of turnover Ways to reduce it How to solve the turnover problem with metrics and insights Start reducing turnover in your organization today, and download the guide.

HR COE Compliance Benchmark Quiz

HR COE Compliance Benchmark Quiz

Is your organization at risk? The path to achieving excellence in recruiting is a continual journey that evolves over three phases. To find out what phase you’re in and get a customized action plan. TAKE OUR QUIZ TO FIND OUT: Quiz will load down below shortly Content loading... Please enable javascript! Compliance Benchmarking Quiz What’s preventing you from attracting and hiring top talent? To get to the next level, analyze your current compliance practices to find out where you are at risk. Then develop strategies to address those problem areas. Based on your responses, you’re in Phase 1: To get to the next level, look for the right technology to proactively monitor compliance. When you find the right fit, invest in technology to lay...

HR COE People Management Benchmark Quiz

HR COE People Management Benchmark Quiz

How well does your HR team manage and develop people? The path to achieving excellence in recruiting is a continual journey that evolves over three phases. To find out what phase you’re in and get a customized action plan. TAKE OUR QUIZ TO FIND OUT: Quiz will load down below shortly Content loading... Please enable javascript! People Management Quiz What’s preventing you from attracting and hiring top talent? To get to the next level, think about ways to streamline and automate all the workflows that go into the routine tasks of people management, so you can begin to focus on the more strategic aspects of motivating and developing your employees. Based on your responses, you’re in Phase 1: To get to the next level, learn the key...